We cut through the confusion and do the leg work to help you meet the legal demands of owning a business.
We stay current on the most up-to-date federal and state employment regulations so that you can experience the confident peace of mind that comes with knowing your business is compliant, and shielded from litigation.
You’ll get law alerts and HR guides to help you avoid fines, be compliant, and stay on top of new employment trends.
Get quick answers and resources from a dedicated team that knows you and your business. If you need help prioritizing what needs to be done first we can do that too.
Just hop on the phone or send an email to get personal advice from certified HR pros.
We’ll give you the tools to help you stay compliant and get ahead of changing regulations that affect your business.
We know that compliance can be complicated, tricky, and often times frustrating. We are here to alleviate stress so you can get back to successfully growing your business.
We take care of withholding, reporting, and remitting your payroll taxes (including filing your W-2s and 1099s).
Our team of experts can help you avoid paying thousands of dollars in common HR costs and penalties.
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We can help with a wide array of compliance questions including those surrounding ACA, ERISA, HIPAA, FLSA, and more.
No – working with ScalePEO can actually decrease your risk of litigation. Our team of experts research the ever-changing rules and complex regulations, so you stay compliant regarding ERISA, HIPAA, FLSA, etc. And when it comes to the Affordable Care Act (ACA) our tools include the affordability test (9.5% Test), eligibility reports for the FTE threshold, 1094 and 1095 reporting, and more.
Absolutely. All three of our HR solutions contain access to the Employee Handbook Wizard and tools. With the Plus or the Complete package our HR Pros will create a comprehensive custom Employee Handbook for your organization, as well as they schedule a one-on-one consultation in order to ensure your business is compliant and protected.
Compliance is a huge topic and covers so much material that it can be challenging to even know where to start. One of the easiest places to start is with Scale’s HR Fitness Test which is a quick way to see your company’s strengths, identify potential gaps, and receive suggestions on the top 3 areas you should focus on first.
No, Scale takes care of filing quarterly taxes on our clients’ behalf and is just another way we help them stay compliant and stress-free.
I recently had a conversation with a business owner who mentioned he had talked with a friend of theirs who uses a PEO. Their friend was seeing some really great results because of it which got the business owner wondering if they might be a good fit for a PEO as well. Naturally, this led him to doing some research online. What did he find? Well, while there was a lot of info on how to get a quote from a PEO, there wasn't as much info available on how a PEO actually works... so, we decided to fix that issue. To help you understand exactly how a PEO works we break it down bit-by-bit below. We hope that by learning the ins and outs of how a PEO works, that you can be better equipped to decide which solution works best for you the next time you talk to your benefits broker or to a PEO provider. Essentially, a PEO (Professional Employer Organization) partners with employers to provide comprehensive outsourcing which helps them manage the day-to-day tasks of running a business. We delve into this topic further below.
According to Gallup, the number of days employees are working remotely has doubled during the pandemic. Some companies are even considering making a remote work arrangement permanent. While there are no laws that exclusively apply to remote workplaces, remote work does come with additional compliance risks. Below is our general guidance for employers.
If you hadn’t engaged with the Americans with Disabilities Act (ADA) before the pandemic, you probably have by now. The ADA comes up a lot these days, both with respect to confidentiality of medical information (like employee temperatures) as well as with reasonable accommodation for those who are at high risk for a serious case of COVID-19. In this article we’ll tackle some of the key terms in the ADA that every employer should be comfortable with.
We take on the burden of HR and administrative tasks allowing you to focus on increasing productivity and growth.
